Template-Type: ReDIF-Article 1.0 Author-Name: Mohamad Raziff Ramli Author-X-Name-First: Mohamad Raziff Author-X-Name-Last: Ramli Author-Name: Zuraida Abal Abas Author-X-Name-First: Zuraida Abal Author-X-Name-Last: Abas Author-Name: Mohamad Ishak Desa Author-X-Name-First: Mohamad Ishak Author-X-Name-Last: Desa Author-Name: Nordin Saleh Author-X-Name-First: Nordin Author-X-Name-Last: Saleh Author-Name: Nuraini Aziz Author-X-Name-First: Nuraini Author-X-Name-Last: Aziz Author-Name: Abdul Samad Shibghatullah Author-X-Name-First: Abdul Samad Author-X-Name-Last: Shibghatullah Author-Name: Ahmad Fadzli Nizam Abdul Rahman Author-X-Name-First: Ahmad Fadzli Nizam Abdul Author-X-Name-Last: Rahman Author-Name: Zaheera Zainal Abidin Author-X-Name-First: Zaheera Zainal Author-X-Name-Last: Abidin Title: An applied requirement simulation model to forecast the needs of nursing services in the Malaysian health sector Abstract: This paper aims to forecast the requirement of the nursing workforce for the next 15 years in Malaysia. Healthcare services act as a benchmark to estimate the requirement of the nursing workforce. The services were estimated based on the 11 types of preventive care and 91 diseases, which were modelled to calculate the total services required. System dynamics is used as a computer-aided approach to simulate the insight of all the models. This model results in the total number of nursing service time required to meet the requirement of healthcare services in a population. The results would be discussed with the supply model for gap analysis. The implication of the results discussed in this paper would help the planning division in the Ministry of Health Malaysia in determining the right number of nurses that are required to meet the needs and improve the health outcomes. Journal: Int. J. of Human Resources Development and Management Pages: 142-166 Issue: 3/4 Volume: 22 Year: 2022 Keywords: needs; nurse workforce; health human resources planning; policy analysis. File-URL: http://www.inderscience.com/link.php?id=124867 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:3/4:p:142-166 Template-Type: ReDIF-Article 1.0 Author-Name: Shweta Gupta Author-X-Name-First: Shweta Author-X-Name-Last: Gupta Title: Learner-centred training design: a definitional review Abstract: In recent times, training design has been experiencing a shift in its focus by keeping the learner at the centre of the training design process. However, the theoretical conceptualisation of this shift is not well defined. Though the concept of learner-centredness is discussed in the extant literature, yet appropriate definition is missing. This review aims to explore the origin of the concept of learner-centredness, emphasising initial learning theories, the need of learner-centred approach and the APA learner-centred principles, and thereby presents a possible definition of learner-centred training design. It also includes characteristics of the learner-centred approach and possible future research directions. Journal: Int. J. of Human Resources Development and Management Pages: 167-179 Issue: 3/4 Volume: 22 Year: 2022 Keywords: learner-centred; participation; experience; active; self-regulation; training; learning; facilitation; social-construction; knowledge; learner. File-URL: http://www.inderscience.com/link.php?id=124872 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:3/4:p:167-179 Template-Type: ReDIF-Article 1.0 Author-Name: Sung-Eun Cho Author-X-Name-First: Sung-Eun Author-X-Name-Last: Cho Author-Name: Young-Min Lee Author-X-Name-First: Young-Min Author-X-Name-Last: Lee Title: Determinants of time investment in education and training of corporate workers, by training type Abstract: This study aims to identify the factors affecting the participation of corporate workers in vocational education and training, focusing on the types of participation and the total training time. We utilised a hierarchical linear model to analyse the data of 7,985 workers from 392 companies from the human capital corporate panel (HCCP). The results of the study showed that the individual variables of education, job satisfaction, and working hours positively influenced participation. In terms of training types, participation in group, distance, and on-the-job training significantly affected education and training time. At the firm level, industry type and the firm HR infrastructure (such as establishing a human resource development plan) showed an effect. Accordingly, beyond the individual's interest and willingness, firm-level support and systems are needed. Based on these results, we suggest policy considerations at corporate and policy levels to increase Korean workers' participation in vocational education and training. Journal: Int. J. of Human Resources Development and Management Pages: 119-141 Issue: 3/4 Volume: 22 Year: 2022 Keywords: vocational education and training; determinants; hierarchical linear model; HLM; VET investment. File-URL: http://www.inderscience.com/link.php?id=124873 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:3/4:p:119-141 Template-Type: ReDIF-Article 1.0 Author-Name: Preeti Tarkar Author-X-Name-First: Preeti Author-X-Name-Last: Tarkar Author-Name: Somesh Dhamija Author-X-Name-First: Somesh Author-X-Name-Last: Dhamija Title: Intentions towards work post-retirement: a mediator-moderator analysis through job satisfaction and age Abstract: The present study aim is to determine the impact of the attitudes of retired academicians towards work post-retirement keeping in purview job satisfaction and age. A questionnaire administered in this regard 240 retired academicians who were approached for filling it. In the present study, Hayes process which provides macros to examine the mediating and moderating effects was applied. It examines the role of attitude towards work (predictor variable) on the post retirement work intentions (outcome variable) through the mediator (job satisfaction)-moderator (age). The result of this study shows that the tested model is significant, thus implying that post retirement work intentions are positively affected by the attitude towards work and mediator-moderator model significantly affects the same. The study suggests that the experience of academicians can be further utilised by creating post retirement work intentions. This paper addresses a research gap about how the interaction of age and job satisfaction affect the association between attitude towards work and post retirement work intentions of retired academicians. Journal: Int. J. of Human Resources Development and Management Pages: 180-196 Issue: 3/4 Volume: 22 Year: 2022 Keywords: intention towards work; age; job satisfaction; attitude towards work; academics; mediation analysis; moderation analysis; older employees; Hayes process. File-URL: http://www.inderscience.com/link.php?id=124874 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:3/4:p:180-196 Template-Type: ReDIF-Article 1.0 Author-Name: A. Vijayalakshmi Venugopal Author-X-Name-First: A. Vijayalakshmi Author-X-Name-Last: Venugopal Title: Human capital principles underlying the legal protection of trade secrets as intellectual property Abstract: This article explores links between human capital principles and employers' legal rights to protect trade secrets as intellectual property. Many judges deciding legal disputes on the ownership and use of trade secrets appear to use principles that are reminiscent of human capital literature. This suggests that human capital principles can also be used to justify and appreciate the judicial approaches in determining an equitable balance between employers' and employees' legal rights in owning and using trade secrets. Journal: Int. J. of Human Resources Development and Management Pages: 197-222 Issue: 3/4 Volume: 22 Year: 2022 Keywords: human capital; trade secrets; law; intellectual property. File-URL: http://www.inderscience.com/link.php?id=124875 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:3/4:p:197-222 Template-Type: ReDIF-Article 1.0 Author-Name: Bharti Shauran Author-X-Name-First: Bharti Author-X-Name-Last: Shauran Author-Name: Neetu Jain Author-X-Name-First: Neetu Author-X-Name-Last: Jain Title: Impact of mentoring on organisational role stress and role efficacy: an empirical evidence from India Abstract: This study examines the impact of career and psychosocial mentoring on the role efficacy and organisational role stress of employees. Survey methodology was used to test the hypotheses. The sample was randomly selected amongst the employees working in the IT sector in Delhi and National Capital Region (NCR), India. A total of 220 complete responses were received where 89 employees did not have any mentor and 131 employees were mentored. A pilot study was carried out to develop valid data items for the survey and to test the reliability and internal consistency. The findings indicate that mentoring plays a significant role in improving role efficacy and in reducing organisational role stress in the case of mentored employees as compared to non-mentored employees. Journal: Int. J. of Human Resources Development and Management Pages: 223-250 Issue: 3/4 Volume: 22 Year: 2022 Keywords: mentoring; career mentoring; psychosocial mentoring; role efficacy; organisational role stress; ORS; stress; development; IT employees; India. File-URL: http://www.inderscience.com/link.php?id=124876 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:3/4:p:223-250 Template-Type: ReDIF-Article 1.0 Author-Name: Srinivas Subbarao Pasumarti Author-X-Name-First: Srinivas Subbarao Author-X-Name-Last: Pasumarti Author-Name: Manoj Kumar Author-X-Name-First: Manoj Author-X-Name-Last: Kumar Author-Name: Pooja K. Singh Author-X-Name-First: Pooja K. Author-X-Name-Last: Singh Title: HR practices, affective commitment and creative task performance: a review and futuristic research agenda Abstract: Knowledge-driven dynamism and adaptability toward the change in the present volatile and ambiguous business environment have become the prerequisite to achieve organisational success. Nowadays, organisations are striving to find out the best possible enucleation on how human resource (HR) practices can be linked to enriching employee commitment and performance outcomes for accomplishing predetermined goals. This study aims to review the linkages among HR practices, affective commitment, and creative task performance. The present study conceptualises a framework adjoining tri-dimensional (skill, motivation, and empowerment) enhancing HR practices and explicates its significance in enabling employees' affective commitment and creative task performance. Previous literature has been retraced to elucidate the proposed linkages and a systematic review approach has been followed to prove the conceptual dimensions undertaken for the study. Present study findings are consistent with existing research and insinuate toward validation of proposed positive linkages. Managerial implications, limitations and future research suggestion have also been discussed. Journal: Int. J. of Human Resources Development and Management Pages: 56-74 Issue: 1/2 Volume: 22 Year: 2022 Keywords: human resource management; HRM; HR practices; affective commitment; creative task performance; sustainability; growth; organisational success; excellence. File-URL: http://www.inderscience.com/link.php?id=121312 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:1/2:p:56-74 Template-Type: ReDIF-Article 1.0 Author-Name: Pankaj M. Madhani Author-X-Name-First: Pankaj M. Author-X-Name-Last: Madhani Title: Lean Six Sigma deployment in HR: enhancing business performance Abstract: Organisations grow and flourish because of the capability and expertise of their human resources (HR). HR is the central focus of an organisation, as it enhances the organisation's performance. Six Sigma, Lean, and Lean Six Sigma (LSS) are process improvement methodologies widely used by organisations. LSS approach is based on the synergy of Lean and Six Sigma and hence, increases process throughput and accuracy. The research provides diverse case studies of successful LSS deployment in HR. The case studies highlight various benefits of LSS deployment in HR, such as enhancing quality and consistency in services, reducing employee attrition, enhancing training effectiveness, improving quality of recruitment, managing talent acquisition, and reducing overall costs. Research develops various LSS deployment frameworks and also provides direction for future research. Journal: Int. J. of Human Resources Development and Management Pages: 75-97 Issue: 1/2 Volume: 22 Year: 2022 Keywords: lean; Six Sigma; Lean Six Sigma; HRM; employee turnover; compensation and rewards; training; efficiency; effectiveness; recruitment. File-URL: http://www.inderscience.com/link.php?id=121314 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:1/2:p:75-97 Template-Type: ReDIF-Article 1.0 Author-Name: Daniel Dramani Kipo-Sunyehzi Author-X-Name-First: Daniel Dramani Author-X-Name-Last: Kipo-Sunyehzi Title: Human resource mobilisation and management in health systems of Africa: a comparative study of health insurance scheme and health facilities in Ghana Abstract: This paper analyses the human resource mobilisation and management in the health systems of Africa. It compares five health organisations from public-private sectors in terms of how they mobilise and manage human resources in the implementation of Ghana's health insurance scheme. It adds to comparative research on HRM practices and organisational culture in a developing world context. It makes two unique contributions: from public-private organisational perspectives and employees/workers and clients perspectives on HR practices to improve workers skills/knowledge and meet clients' health needs. A multi-actor research methodology was adopted with in-depth interviews, focus group discussions, on-site direct observations and documents with a sample size of 107. The results reveal some ironies in public-private organisational behaviour, faith-based, profit-client oriented styles of HRM practices and how such factors affect clients' access to services. It found organisations with more bureaucracies/red tape and professionalism were the least preferred as clients experienced more waiting times. Journal: Int. J. of Human Resources Development and Management Pages: 39-55 Issue: 1/2 Volume: 22 Year: 2022 Keywords: human resource; public-private organisations; health insurance clients; National Health Insurance Scheme; NHIS; Ghana; Africa. File-URL: http://www.inderscience.com/link.php?id=121317 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:1/2:p:39-55 Template-Type: ReDIF-Article 1.0 Author-Name: Shih-Hao Liu Author-X-Name-First: Shih-Hao Author-X-Name-Last: Liu Author-Name: Jehn-Yih Wong Author-X-Name-First: Jehn-Yih Author-X-Name-Last: Wong Author-Name: Tzu-Ching Lai Author-X-Name-First: Tzu-Ching Author-X-Name-Last: Lai Author-Name: Chien-Chu Wang Author-X-Name-First: Chien-Chu Author-X-Name-Last: Wang Title: Work-leisure conflict and facilitation: a study based on the JD-R model Abstract: It is important to understand the interactions between an individual's work and leisure life domains. This study aimed to examine the relationship between work and leisure interaction (including work-to-leisure conflict, leisure-to-work conflict, work-to-leisure facilitation, and leisure-to-work facilitation) and the job demand-resource model. A quantitative research design was also conducted. A questionnaire was used for data collection. A total of 473 valid responses were retained, and the effective response rate was 86%. Structured equation modelling was used for data analysis and hypothesis testing. The results indicate that job demand is positively related to work-to leisure conflict and negatively related to work-to-leisure facilitation, and job resources are positively related to work-to-leisure facilitation and leisure-to work facilitation but negatively related to work-to-leisure conflict and leisure to-work conflict. Based on the findings, suggestions were provided to human resource managers. Journal: Int. J. of Human Resources Development and Management Pages: 19-38 Issue: 1/2 Volume: 22 Year: 2022 Keywords: work-to-leisure conflict; leisure-to-work conflict; work-to-leisure facilitation; leisure-to-work facilitation; job demand; job resource; job-demand resource model; tourism industry; leisure industry; work characteristics. File-URL: http://www.inderscience.com/link.php?id=121318 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:1/2:p:19-38 Template-Type: ReDIF-Article 1.0 Author-Name: Carlo Odoardi Author-X-Name-First: Carlo Author-X-Name-Last: Odoardi Author-Name: Nicola Cangialosi Author-X-Name-First: Nicola Author-X-Name-Last: Cangialosi Author-Name: Adalgisa Battistelli Author-X-Name-First: Adalgisa Author-X-Name-Last: Battistelli Title: HR training practices and innovative work behaviour: a moderated mediation model Abstract: The present study aims to explore the relationship between HR training practices, proactivity, learning goal orientation and innovative behaviours in work contexts. It is hypothesised that proactivity plays a mediating role in the relationship between HR training practices and innovative behaviour and that learning goal orientation positively interacts with training practices, increasing the strength of the association with proactivity and innovative behaviour. Data were collected on a sample of 384 workers from 15 SMEs in central Italy. The results showed that HR training practices can facilitate innovative work behaviours partly through proactivity and that learning goal orientation moderates the relationship between HR training practices and innovative behaviours. Advancing from the existing studies, this article introduces a mechanism and a condition through which HR training practices influence innovative work behaviours, through the activation of proactivity processes and interacting with learning goal orientation. Journal: Int. J. of Human Resources Development and Management Pages: 1-18 Issue: 1/2 Volume: 22 Year: 2022 Keywords: human resource management; HRM; training practices; learning goal orientation; LGO; proactivity; innovative work behaviour; IWB. File-URL: http://www.inderscience.com/link.php?id=121320 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:1/2:p:1-18 Template-Type: ReDIF-Article 1.0 Author-Name: Motasem Thneibat Author-X-Name-First: Motasem Author-X-Name-Last: Thneibat Author-Name: David Weir Author-X-Name-First: David Author-X-Name-Last: Weir Author-Name: Bryan McIntosh Author-X-Name-First: Bryan Author-X-Name-Last: McIntosh Author-Name: Lynsey Walker-Smith Author-X-Name-First: Lynsey Author-X-Name-Last: Walker-Smith Title: HRM practices and innovation synergy: an intra-organisational perspective Abstract: This paper examines an aspect of employees' perceptions towards HRM practices and innovation. Approaches towards innovation (open vs. closed) and degree of innovativeness (radical vs. incremental) and organisational climate (structure, performance, knowledge and culture) are central pillars of this paper. The paper considers whether employees in different departments have different perceptions. The data was collected using questionnaires from 129 employees in a telecommunication company in Amman-Jordan which was then analysed using hierarchal multiple regression. The findings noted that HRM practices and specifically in HPWs, motivation and communication demonstrated significant impact on radical innovation and open innovation. However, hygiene factors were significant for open innovation and not significant for radical innovation. Organisational climate (structure, performance, knowledge and culture) imposed a significant impact on both radical innovation and open innovation. The results observed no significant role of departments, and the various HRM practices do not differ based on the departments as a result of the reduced impact of the hierarchical model. Journal: Int. J. of Human Resources Development and Management Pages: 98-118 Issue: 1/2 Volume: 22 Year: 2022 Keywords: innovation; intra-organisational; human resource management; HRM; high performance work; HPWs; organisational climate. File-URL: http://www.inderscience.com/link.php?id=121327 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:22:y:2022:i:1/2:p:98-118